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What role do immigrants play in firms’ ability to absorb and apply foreign knowledge? Based on a matched employer–employee dataset from Danish manufacturing firms over the period 2001–2011, this study examines the impact of foreign knowledge accessible by firms’ immigrant employees on firm-level total factor productivity (TFP). We construct various firm-specific absorbable foreign knowledge measures that link firms’ immigrant employees to the technological knowledge base of their country of origin. The empirical results suggest that firms employing immigrant employees have higher firm-level TFP outcomes and a higher probability of new firm-level patent applications. The average productivity gain associated with the hiring of one immigrant employee is about 1.5% in the year following the firm’s hiring decision. Additional results show that the estimated productivity increase varies with the level of education and the occupational positions of the immigrant employees. The results are robust to the inclusion of a large range of firm-specific controls and various sensitivity checks.

Selling internationally requires products that resonate with an international customer base and therefore an approach to markets that is in keeping with diverse cultures (i.e., relational capital). As emphasized by international business studies, this relational capital is in turn related to the successful teaming of a diverse workforce, as this process teaches employees to operate in multicultural environments. This knowledge becomes like an intangible asset to which firms can resort, also when engaging in international transactions. We explore this channel empirically, investigating the impact of workforce diversity on firms' exporting performances and find that ethnic diversity further justifies firms' different presence in international markets. Since hiring is not a random practice, and firms ultimately select into ethnically different labor forces, we exploit the EU enlargement of 2004 to instrument for the diversity of the pool of workers locally recruitable. Because migrants tend to settle where the attitude toward them is most favorable, we use the median voter's political ideology at firm's location to measure the hostility at time of settlement. This gives our instrument spatial variation besides time variation.

El estudio tuvo como objetivo general identificar las características de la demanda y la valoración de los recursos humanos con la gestión administrativa del Hospital Nacional Edgardo Rebagliati Martin´s en la Unidad de Cuidados Intensivos Neonatal-UCIN. Respecto a las variables: la Demanda se enfocó en la dimensión motivos de la demanda; la valoración de los recursos humanos en las dimensiones de la calidad de labor que cumple el personal y el clima laboral, y la gestión administrativa en las dimensiones: planeación, organización, dirección y control. He general objective of the study was to identify the characteristics of the demand and the valuation of human resources with the administrative management of the Edgardo Rebagliati Martin's National Hospital in the Neonatal Intensive Care Unit- NICU. Regarding the variables: Demand focused on the demand-side dimension; the assessment of human resources in the dimensions of the quality of work performed by the personnel and work environment, and administrative management in the dimensions: planning, organization, direction and control. Tesis

International audience; Using a matched employer–employee data-set, we analyze how workforce diversity associates with the productivity of firms in Denmark, following two main econometric routes. In the first one, we estimate a standard Cobb–Douglas function, calculate the implied total factor productivity and relate the latter to diversity statistics in a second stage. This reduced-form approach allows us to identify which types of labor heterogeneity appear to descriptively matter. In the second approach, we move toward a richer production function specification, which takes different types of labor as inputs and that allows for flexible substitution patterns, and possible quality differences between types. Both methods show that workforce diversity in ethnicity is negatively associated with firm productivity. The evidence regarding diversity in education is mixed.

We find evidence that parents with different cultural background favour self-employment experiences of their children. The effect of parental cultural diversity turns out to be stronger for children with no siblings or having at least a parent with universitary degree.Data source: no data

Innovation is a key driver of technological progress and growth in a knowledge-based economy. There are various motives for individual firms to innovate: improving quality secures market leadership, introducing new products leads the firm into new markets, adopting new technologies could be seen as a catch-up strategy within an industry or an improvement of the firm's own products when the technology adopted is based on ideas from other industries. Firms can perform innovation activities in one or more of these areas or in none of them. We therefore raise the question of what types of firms tend to be more innovative, i.e. which firms innovate in more of these areas. For this purpose we employ firm-level survey data and combine it with administrative data from Germany's social security system. An ordered logit model is estimated using a variety of characteristics which describe the workforce employed and other firm-related variables, the regional environment where the firm is located, as well as industry and region fixed effects.

International audience; We find evidence that workforce educational diversity promotes entrepreneurial behavior of employees as well as the formation of new firms, whereas diversity in demographics hinders transitions to self-employment. Ethnic diversity favors entrepreneurship in financial and business services.

International audience; We find evidence that workforce educational diversity promotes entrepreneurial behavior of employees as well as the formation of new firms, whereas diversity in demographics hinders transitions to self-employment. Ethnic diversity favors entrepreneurship in financial and business services.

In this paper we investigate the nexus between firm labor diversity and innovation using a linked employer-employee data from Denmark. Specifically, exploiting information retrieved from the comprehensive database and implementing a proper instrumental variable strategy, we are able to identify the contribution of workers diversity in cultural background, skills and demographic characteristics to valuable firm’s innovation activity. The latter is measured by: (1) the firm’s propensity to apply for a patent, (2) the number of patent applications (intensive margin) and (3) the firm's ability to patent in different technological areas (extensive margin). We find that skill and ethnic diversity plays an important role in propelling firm’s innovation outcomes. Conversely, the effect of demographic diversity typically vanishes once detailed firm-specific characteristics are included as control variables.

Using an employer-employee dataset, we analyze how diversity in cultural background, skills and demographic characteristics affects total factor productivity (TFP) of firms in Denmark. Implementing structural estimation of firms’ production function, we find evidence that labor diversity in skills/education significantly enhances firm performance as measured by firm TFP. Conversely, diversity in demographics and ethnicity brings mixed results – both dimensions of workforce diversity have either no or negative effects on firm TFP. Hence, it seems as if the negative effects, coming from communication and integration costs connected to a more demographically and culturally diverse workforce, counteract the positive effects of diversity on firm TFP, coming from creativity and knowledge spillovers. However, we find that ethnic diversity is valuable for firms operating in industries characterized by above-average trade openness, giving support to the hypothesis that an ethnically diverse workforce provides information and access to global markets.

Using an employer-employee dataset, we analyze how diversity in cultural background, skills and demographic characteristics a?ects total factor productivity (TFP) of ?rms in Denmark. Implementing structural estimation of ?rms' production function, we ?nd evidence that labor diversity in skills/education signi?cantly enhances ?rm performance as measured by ?rm TFP. Conversely, diversity in demographics and ethnicity brings mixed results - both dimensions of workforce diversity have either no or negative e?ects on ?rm TFP. Hence, it seems as if the negative e?ects, coming from communication and integration costs connected to a more demographically and culturally diverse workforce, counteract the positive e?ects of diversity on ?rm TFP, coming from creativity and knowledge spillovers. However, we ?nd that ethnic diversity is valuable for ?rms operating in industries characterized by above-average trade openness, giving support to the hypothesis that an ethnically diverse workforce provides information and access to global markets.

This paper investigates the nexus between labor diversity and innovation in a population of Danish firms. Specifically, exploiting information retrieved from a comprehensive linked employer-employee database and implementing a proper instrumental variable strategy, we are able to identify the contribution of diversity in cultural background, skills and demographic characteristics to valuable firm's innovation activity. The latter is measured by: (1) the firm's propensity to apply for a patent, (2) the number of patent applications (intensive margin) and (3) the firm's ability to patent in different technological areas (extensive margin). We find that skill diversity plays a key role in propelling firm's innovation outcomes. The positive in uence of heterogeneity in the ethnic dimension turns to be not negligible, too. Conversely, the effect of demographic diversity typically vanishes once detailed firm specifc characteristics are included as control variables.